Senior HR Business Partner

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　　Date: Jan 17, 2024

　　Location: PHOENIX, AZ, US, 85004-3903

　　Company: APS

　　Arizona Public Service generates clean, reliable and affordable energy for 2.7 million Arizonans. Our service territory stretches across the state, from the border town of Douglas to the vistas of the Grand Canyon, from the solar fields of Gila Bend to the ponderosa pines of Payson. As the state’s largest and longest-serving energy provider, our more than 6,000 dedicated employees power our vision of creating a sustainable energy future for Arizona.

　　Since our founding in 1886, APS has demonstrated a strong commitment to our customers in one of the country’s fastest growing states, earning a reputation for customer satisfaction, shareholder value, operational excellence and business integrity.

　　Our present and future success depends on the creative and dedicated people of our company who demonstrate the principles outlined in the APS Promise: Design for Tomorrow, Empower Each Other and Succeed Together.

　　Summary

　　This Senior HR Business Partner will support the Transmission & Distribution business unit supporting both the operations and engineering/construction. The Senior HR Business Partner is a strategic advisor working primarily with officers and senior management in developing, driving and implementing people plans to support the strategies for key, complex business units (BU). Builds strong relationships with business unit leaders and develops proactive assessment of business unit needs. Implements short- and long-range tactical and strategic solutions in a changing environment.

　　Minimum Requirements

　　A four year Bachelor's degree in Human Resources, Business or other job-related field from an accredited college or university plus eight (8) years broad-based, professional-level Human Resource (HR) experience.

　　In lieu of bachelor's degree, combination of college coursework and/or broad-based, professional-level HR experience equaling 12 years required.

　　Knowledge of many HR functional areas due to the broad range of potential HR issues that may arise with clients.

　　Experience with organizational diagnoses, executive coaching, change management and team effectiveness strategies.

　　Demonstrated success in establishing strong, influential relationships with all levels of an organization.

　　Excellent verbal and written communication, project management and influencing/negotiation skills.

　　Current working knowledge of applicable state and federal laws and regulatory requirements.

　　Master's degree in Human Resources, Industrial Relations, Organizational Development, Business or other job-related field preferred.

　　SPHR/PHR certification preferred.

　　Major Accountabilities

　　1) Consults with business unit senior management to develop and execute annual and emergent people strategies to support business unit plans and objectives. Establishes line of sight between HR programs and business plan for the business unit. Anticipates HR issues, concerns and needs based on business strategies, and internal/external environmental and competitive factors. Addresses business-wide issues/projects.

　　2) Partners with leaders in diagnosing organizational design needs. Provides consultation on organizational design and implementation, staffing, layers of management, span of control and interrelation between departments to establish distinction between line and support functions within a business. Provides change management expertise to support organizational change initiatives.

　　3) Partners with Centers of Expertise to execute solutions that meet the needs of the business unit and implement programs, processes and tools developed for workforce planning, performance management, performance rating alignment, talent management, succession planning, change management, knowledge transfer, employee engagement, diversity and compensation planning, including training leaders on the effective use of those processes and tools.

　　4) Provides coaching and counsel to leaders to help resolve challenging employee and team issues, improve leadership performance, plan and implement workforce reduction efforts, manage involuntary employee terminations, and improve employee productivity.

　　5) Partners with Talent Acquisition and hiring leaders in the recruiting, hiring and promotion of talent at senior leader levels.

　　6) Leads and participates on special projects and/or cross functional teams to execute HR and/or company-wide initiatives.

　　7) Develops, monitors and reports on project plans, milestones and metrics to track progress and effectiveness of all programs.

　　Export Compliance / EEO Statement

　　This position may require access to and/or use of information subject to control under the Department of Energy's Part 810 Regulations (10 CFR Part 810), the Export Administration Regulations (EAR) (15 CFR Parts 730 through 774), or the International Traffic in Arms Regulations (ITAR) (22 CFR Chapter I, Subchapter M Part 120) (collectively, 'U.S. Export Control Laws'). Therefore, some positions may require applicants to be a U.S. person, which is defined as a U.S. Citizen, a U.S. Lawful Permanent Resident (i.e. 'Green Card Holder'), a Political Asylee, or a Refugee under the U.S. Export Control Laws. All applicants will be required to confirm their U.S. person or non-US person status. All information collected in this regard will only be used to ensure compliance with U.S. Export Control Laws, and will be used in full compliance with all applicable laws prohibiting discrimination on the basis of national origin and other factors. For positions at Palo Verde Nuclear Generating Stations (PVNGS) all openings will require applicants to be a U.S. person.

　　Pinnacle West Capital Corporation and its subsidiaries and affiliates ('Pinnacle West') maintain a continuing policy of nondiscrimination in employment. It is our policy to provide equal opportunity in all phases of the employment process and in compliance with applicable federal, state, and local laws and regulations. This policy of nondiscrimination shall include, but not be limited to, recruiting, hiring, promoting, compensating, reassigning, demoting, transferring, laying off, recalling, terminating employment, and training for all positions without regard to race, color, religion, disability, age, national origin, gender, gender identity, sexual orientation, marital status, protected veteran status, or any other classification or characteristic protected by law.

　　For more information on applicable equal employment regulations, please refer to EEO is the Law poster. Federal law requires all employers to verify the identity and employment eligibility of every person hired to work in the United States, refer to E-Verify poster. View the employee rights and responsibilities under the Family and Medical Leave Act (FMLA).

　　Arizona Public Service is a smoke free workplace.

　　Flex Role:

　　This position is not required to be performed at a specific APS facility as long as adequate technology and a solid ergonomic set up are present. Pending agreement with leadership, employees hired into this role will be able to choose where they prefer to perform their work. Employees will have two options to choose from:

　　APS office based: The employee prefers to work most of the time from an APS facility.

　　Home based: The employee prefers to work most of the time from his/her home.

　　*Employees in Flex roles are required to reside in Arizona (or NM for Four Corners-based employees). Role types are subject to change based on business need.

　　Although this position is a flex role, this position supports APS locations throughout the entire state and requires some travel to those locations throughout the year. The expectation to work from the office will vary week by week, depending on the need of the business.